Behavioral Health and Wellness Coordinator

Salary : $114,753.60 - $153,795.20 Annually
Location : Headquarters - 1 Fire Authority Road, Irvine, CA 92602, CA
Job Type: FULL-TIME
Job Number: 2026-91-DS
Department: RISK MANAGEMENT
Division: HUMAN RESOURCES
Opening Date: 10/26/2026
Closing Date: 11/22/2026 11:59 PM Pacific

DESCRIPTION
THE POSITION

The Orange County Fire Authority (OCFA) is currently recruiting to fill one (1) vacancy for the position of Behavioral Health and Wellness Coordinator, in the Risk Management Division of the Human Resources Department. This recruitment will be used to fill the current vacancy and establish an eligibility list for future vacancies.
TENTATIVE SCHEDULE OF EVENTS:

• Last day to submit application: Sunday, November 22, 2026 at 11:59 pm
• Oral Interviews: Week of December 7, 2026
• Selection Interview: Week of December 14, 2026
• Hire Date: TBD

IDEAL CANDIDATE

Grounded in a commitment to employee well-being, the ideal candidate for OCFA's Behavioral Health and Wellness Coordinator position brings compassion, professionalism, and a service-oriented approach. Offering experience coordinating behavioral health and wellness programs, this individual understands the unique demands of the fire service and public safety environment. Approachable and trustworthy, building strong relationships while maintaining confidentiality and appropriate professional boundaries. Valuing collaboration, this individual partners effectively with employees, leadership, labor representatives, peer support teams, and community providers. Adaptable and resourceful, responding to evolving needs while managing competing priorities in a fast-paced environment. Leading with empathy, promoting access to support and helps reduce stigma around seeking assistance. Attentive to program effectiveness, using feedback and relevant data to identify service gaps and strengthen wellness initiatives. Navigating sensitive situations with sound judgment, communicates clearly and connects employees with appropriate resources. Committed to education and prevention, by coordinating outreach and training that encourage resilience and healthy practices. Holding themselves accountable to high ethical standards, this individual demonstrates integrity, follow-through, and respect in every interaction. Embodying a commitment to OCFA's mission, the ideal candidate supports a culture in which employee well-being is integral to organizational readiness and service excellence.

DEFINITION

Incumbents are responsible for providing strategic leadership in the area of behavioral health and wellness. Duties to be performed will consist of complex professional level work in the design, implementation, supervision, and management of assigned behavioral health and wellness programs; and to provide overall health and wellness tools, services, resources, and support for our employees and their family when they are impacted by behavioral and physical health stressors.
SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Risk Manager. Exercises no direct supervision over staff.
CLASS CHARACTERISTICS

The Behavioral Health and Wellness Coordinator is a stand-alone classification. This position is distinguished from other classifications by its responsibility applying specialized behavioral health and wellness program expertise.

ESSENTIAL FUNCTIONS
Please click on the following link to view the complete classification specification for

MINIMUM QUALIFICATIONS
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying.
EDUCATION (position requirements at entry):

• Equivalent to a bachelor's degree in behavioral or social science, health care administration, human services, public/business administration, legal studies, or a closely related field

EXPERIENCE (position requirements at entry):

• Two (2) years of professional-level administrative, clinical, and/or supervisory experience, which includes one (1) year working with a healthcare system with responsibilities in one or more of the following areas:

• Development and monitoring of programs, policies and procedures
• Compliance/quality management
• Monitoring contracts or budget/fiscal administration. (Clerical and/or routine administrative/accounting experience is not considered qualifying).

Licenses and Certifications

• Possession of an appropriate, valid California driver's license upon appointment. This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbent's Driver License record and status.

HIGHLY DESIRED QUALIFICATIONS

• Independent / Fully Licensed Counselor including, but not limited to:

• LPCC - Licensed Professional Clinical Counselor
• LPC - Licensed Professional Counselor
• LMHC - Licensed Mental Health Counselor
• LCMHC - Licensed Clinical Mental Health Counselor
• LIMHP - Licensed Independent Mental Health Counselor
• LCPC - Licensed Clinical Professional Counselor

• Additional board certifications (such as through the National Board for Certified Counselors) focused on specific populations or evidence-based methods including but not limited to:

• Clinical Mental Health Counselor (CCMHC)
• Substance Abuse / Addictions Counselor (CADC / MAC)
• Trauma & PTSD Counselor
• Child and Adolescent Counselor
• Marriage, Family, or Relational Counselor

• Experience developing, coordinating, and evaluating behavioral health, employee wellness, peer support, or resilience programs.
• Experience supporting first responders, public safety personnel, veterans, healthcare professionals, or other populations routinely exposed to critical incidents and occupational stress.

SUPPLEMENTAL INFORMATION
Initial Selection Review

The Human Resources Department reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.
Testing

Testing for this position or any other position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.
Americans with Disabilities Act (ADA) Accommodations

In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Duke Steppe, Human Resources Manager at (714) 573-6807 or duksteppe@ocfa.org at least 72 hours prior to any portion of the examination process.
Recruitment and Selection Process and Requirements

All recruitment and selection processes and requirements will be held in accordance with the OCFA's Merit and Selection Rules, which are available for inspection upon request.
Eligible List

The duration of an Eligible List for this recruitment is one (1) year, unless extended or abolished by the Assistant Chief of Human Resources prior to the expiration.

Withdrawing from the Recruitment Process

If an applicant chooses to withdraw from this recruitment process, the applicant is required to submit an email notification to Duke Steppe, Human Resources Manager at duksteppe@ocfa.org requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number.
Questions
All questions regarding this position should be directed to Duke Steppe, Human Resources Manager at (714) 573-6807 or duksteppe@ocfa.org.

Note
The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.
Orange County Fire Authority Management Association (OCFAMA) Representation

This classification is represented by the OCFAMA. Please contact OCFAMA President for information about joining OCFAMA.

Annual Merit Review Program
Administrative Managers are eligible for performance salary increases from 2.75% to 5.5% annually based on their work performance and until they reach the top of their salary range. Please note, new managers and newly promoted managers must be assigned to their position prior to March 1 during the annual performance rating period (August 1 through July 31) to be eligible for their initial merit review. Administrative Managers who are at the maximum of their salary range at the time they receive their annual performance evaluation will receive a $500 contribution to their 401(a) deferred compensation account if they received a rating of at least "standard."

Medical Benefit
Administrative Managers have a choice of medical plans under the CalPERS Health Benefits Program, and receive a monthly cash allotment to be applied toward health care coverage and other benefits. In addition to purchasing health care coverage, at their option, Administrative Managers may receive any or all remaining funds in cash or defer such funds to other benefits. The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.

In 2026, the monthly cash allotment is $2,768.96 per month, paid over 24 pay periods.

Please visit for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.

Dental, Orthodontia, and Vision Care
Dental, orthodontia, and vision insurance are provided, at no cost to the employee, for the employee and dependents. Coverage begins on the first of the month following date of hire or promotion.

Longevity Pay
Administrative Managers will receive longevity pay as a percentage of base salary as follows:

• 1.50% at the beginning of the pay period that includes the commencement of their 5th year in any OCFAMA position.
• 3.0% at the beginning of the pay period that includes the commencement of their 10th year in any OCFAMA position.

Optional Benefit Plan (OBP)
An annual allocation of $2,065 (pro-rated for mid-year hire/promotion date) will be provided to Administrative Managers to cover health care costs and other select benefits including:

• Accidental death and dismemberment insurance
• Medical Flexible Spending Account
• Cash prorated each pay period or lump sum of cash at year end

OBP begins on the 1st day of the month following a 28-day waiting period.

Retirement
All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.

Legacy General Members: Employees hired on or after December 1, 2012, who establish reciprocitywith OCERS are enrolled in the 2.0% at age 55 retirement formula (Plan N). Employees pays their maximum employee contribution based on age of entry into OCERS (or reciprocal retirement system), including any increases to the maximum employee contribution as calculated by OCERS. Please visit OCERS to view compensation and benefit limits.

New General Members (PEPRA): Employees hired on or after January 1, 2013, without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employee's retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS). Please visit OCERS to view compensation and benefit limits.

For more information about OCERS retirement, please visit , or view the Retirement Plan

Life and Accidental Death and Dismemberment (AD&D) Insurance
A life and AD&D policy is provided to Administrative Managers at no cost. Administrative Managers may purchase additional employee paid life, dependent life, and accidental death and dismemberment insurance.

Short-Term and Long-Term Disability Insurance
Short-term and long-term disability insurance coverage are provided to Administrative Managers at no cost.

Deferred Compensation:
Employees may participate in the Authority's 457(b) Deferred Compensation plan on a voluntary basis. This plan is 100% employee funded.

Retiree Medical Savings Plan
Employees participate in an employer sponsored retirement Healthcare Reimbursement Arrangement (HRA) with a contribution of 4.0% of base salary.

Social Security
OCFA employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.

Medicare
Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.

Bilingual Pay
If qualified, bilingual pay is $0.30 per hour up to a maximum of forty (40) hours per FLSA workweek. Pre-designated languages include: Spanish, Vietnamese, Korean, Chinese/Mandarin/Cantonese, and American